An ATIXA Tip of the Week by Kayleigh Baker, J.D.
Hiring a Title IX Coordinator for your team requires thoughtful planning, an open mind, and strategic foresight. Through repeated collaborations with schools nationwide, ATIXA has identified actionable insights to improve your hiring approach and build a process that serves your educational community equitably and efficiently. Here are our key recommendations:
Do Your Homework
With new state employment laws requiring schools to share salary ranges in job postings, you now have more tools to negotiate and set realistic salary expectations. Leverage ATIXA’s State of the Field surveys to access benchmarking data and salary figures prior to posting a position. This information equips you with the confidence to advocate for competitive compensation packages, ensuring you attract high caliber candidates.
Don’t Assume the New Hire Will Mirror the Previous Employee
No two hires are alike, and that’s a good thing! Define the role’s must-haves and assess how new skills can enhance or reshape the position. Hiring someone with a fresh perspective can reinvigorate the team and address areas where your office may be looking to grow.
Be Open to New Perspectives
Title IX roles often have high turnover, which means you might hire professionals with little direct experience in the field. That’s okay. Focus on candidates with transferable skills and evidence of their commitment to learning—look for industry-specific training they may have completed. A fresh hire doesn’t need years of experience to make a meaningful impact.
Don’t Overcomplicate the Process
Simplify your interview process to ensure it’s accessible to all candidates. Lengthy or unnecessarily complex procedures can deter even the most qualified applicants. For instance, requiring a third-round Zoom meeting where candidates must create a PowerPoint presentation—especially when the job doesn’t involve presentations—creates unnecessary barriers. Instead, design tasks that directly align with the role’s responsibilities and assess relevant abilities. Consider whether any technological or time-based constraints could unwittingly exclude the best candidate.
Do Build a Varied Team
A well-rounded Title IX team with members from varied backgrounds, identities, and lived experiences makes for a more inclusive, empathetic, and effective office. No single employee can represent the entirety of your campus community, but together, your team can better reflect and serve the students and staff you support.
Don’t Rely on Stereotypes
Every Title IX team member should be evaluated based on their qualifications and not on generalized assumptions or stereotypes. For instance, choosing not to hire a male coordinator because a student body assumes they lack certain qualities goes against the spirit of Title IX and civil rights. What matters is skill, not gender. Being intentional about choosing the best candidate helps ensure an equitable and legal hiring process.
Do Plan Ahead
The summer months often bring high turnover in K–12 and higher education roles. Start your search early to avoid a scramble. If you need someone in the position before classes begin, start hiring months in advance to allow time for onboarding and training. Proactive planning ensures your institution isn’t left without adequate Title IX coverage at critical times.
Don’t Leave the Role Unfilled
Unexpected departures happen, and they can leave institutions in a lurch. Always have a contingency plan, such as identifying staff members as interim backups. If you need external support, TNG can provide experienced Interim Title IX Coordinators to fill the gap and ensure continuity for your office.
Final Thoughts
Hiring for Title IX positions is as much about strategy and foresight as it is about skills and experience. By avoiding common pitfalls and fostering a fair, inclusive process, you can build a team that is effective and reflective of your institution’s values. If you need additional support during the hiring process, don’t hesitate to reach out—we’re here to help.